The Role

We are hiring a Head of Field and Events to own how Coder wins in person. This is one of three pillars in our marketing strategy, where brand, narrative, and pipeline meet the customer face to face.

This is a player-coach role. You will set the strategy for our field and events program and run it with your own hands. You will pick the events that matter, design the experiences around them, and make sure every dollar and every hour on the ground turns into pipeline. Early on you will do much of the execution yourself. As the program proves out, you will build and lead the team behind it.

You will report to the CMO and work shoulder to shoulder with sales, demand generation, product marketing, and partnerships. If you like owning a number, being close to customers, and turning a room into revenue, this is your seat.

What You Will Own

• Strategy and planning. Set the field and events strategy tied to pipeline and revenue targets, and own the calendar across conferences, regional programs, and owned events.
• Third-party events. Choose the right conferences and trade shows, negotiate sponsorships, design the booth and on-site experience, and run flawless execution from load-in to follow-up.
• Owned events. Build and run Coder's own moments: executive dinners, roadshows, user groups, hackathons, and hands-on workshops that put the product in front of the right people.
• Field marketing. Design regional field programs with sales that generate and accelerate pipeline in priority markets and named accounts.
• Pipeline and ROI. Own the number for events-sourced and events-influenced pipeline. Set targets, track spend, and report ROI in a way the whole company can see.
• Lead flow. Build the lead capture and follow-up motion so no lead falls through. Partner with demand gen and sales ops on routing, qualification, and speed to first touch.
• Message on the ground. Work with product marketing to make sure the story on stage, at the booth, and in the room is sharp and consistent with the Coder narrative.
• Budget and vendors. Manage budget, vendors, agencies, logistics, and swag with a sharp eye on cost and quality.
• Team. Hire, coach, and grow a small field and events team as the program scales.

Your First Year

• In your first 90 days you audit our current events, kill what is not working, and lock a calendar and budget for the next two quarters.
• By month six you have a repeatable playbook for third-party events and at least one owned event format proven to source pipeline.
• By month twelve events are a reliable, measurable pipeline engine, and you have made your first hire to scale it.

What You Bring

• 7+ years in field marketing, events, or demand generation, with time at a B2B software or infrastructure company selling to technical and enterprise buyers.
• A track record of running events that sourced real pipeline. You can point to numbers, not just nice booths.
• Player-coach range. You can build the strategy and also stand up the booth, brief the sales team, and fix the badge scanner at 7am.
• Sharp project management. You keep many moving parts on schedule and on budget without dropping details.
• Comfort with data and tools. You work in a CRM and marketing automation, and you hold yourself to pipeline and ROI metrics.
• Strong partnership with sales. You are trusted in the field and you make reps want to work with you.
• Willingness to travel, often, and to be on the ground when it counts.

Bonus Points

• Experience marketing to developers, platform teams, or security and infrastructure buyers.
• You have built a field or events function from scratch, not just run one that already existed.
• You have worked in a fast-moving startup where the plan changes and you change with it.

Interview process

We believe that the interview process should be transparent, consistent, and enjoyable. We value your time and hope to complete the interview process in two to four weeks, if schedules allow. Through your interviews, you will meet a mix of individual contributors, managers, and senior leaders.

AI use during the interview process

As an AI company, Coder embraces the use of AI tools, and we want to be transparent about our expectations as you navigate our interview process.

Not permitted: Using AI assistance during conversational interviews.

Permitted: Using AI tooling for take-home assessments. Please flag where and to what extent it was used in your take-home. Your submission will not be penalized for using AI as long as it is done honestly.

Our use of AI in hiring

We use AI tools to help manage our recruitment process efficiently and fairly. Specifically:

• Ashby helps us review inbound applications by surfacing candidates who best match the role requirements we've defined. This tool does not make hiring decisions - it helps our team prioritize which applications to review first.
• Granola takes notes during our interview calls so our team can focus on the conversation with you.

All hiring decisions are made by humans. Our team reviews applications, conducts interviews, and makes final selections. AI tools assist us but never replace human judgment, and these practices are conducted in compliance with applicable data protection, AI governance, and labor laws. Your data is not used to train AI models.

In accordance with New York City Local Law 144, an independent bias audit has been conducted on "Automated Employment Decision Tools"; results are available for Ashby.

If you're applying for a role at Coder and have questions about how we use AI in our process, or if you'd like to request information about the data we collect, please contact [redacted].